Whether you are working with a small number of staff that report to you or a larger group that you supervise, building capacity is an important skill. You may need to work on building capacity in a particular staff member due to a changing job environment. Or, building capacity may need to be done because your department is receiving additional work but without the addition of positions to take on the additional work. Here are three things to keep in mind when trying to build capacity in your staff.
Set Them Up for Success
 Taking on new skills and the learning curve that goes along with it may be a frightening and/or frustrating task for your staff members. When possible, always try to set them up for success. They may not know how to break the skill down into manageable pieces, for example, so you may need to help model that aloud. Depending on the skill, you may also need to provide additional resources or training to help them become confident and successful. Put yourself in their position and consider what might be helpful in order to stretch…without breaking.
Taking on new skills and the learning curve that goes along with it may be a frightening and/or frustrating task for your staff members. When possible, always try to set them up for success. They may not know how to break the skill down into manageable pieces, for example, so you may need to help model that aloud. Depending on the skill, you may also need to provide additional resources or training to help them become confident and successful. Put yourself in their position and consider what might be helpful in order to stretch…without breaking.
Have a Dialogue
 Talk to your staff about the additional tasks and the need to grow and take on new skills. Having an open discussion can alleviate some of the fear that comes from encountering something new, different, or unknown. When possible, ask questions to find out what they think. They may have a completely different understanding based on their past experiences (or lack thereof). Open dialogue should not be constrained to a single staff meeting however; encourage the conversation to continue. Let your staff know that you want to hear their ideas. Though you may have no control over the growth that needs to take place, you do have a great deal of influence on how well they develop capacity to meet that need.
Talk to your staff about the additional tasks and the need to grow and take on new skills. Having an open discussion can alleviate some of the fear that comes from encountering something new, different, or unknown. When possible, ask questions to find out what they think. They may have a completely different understanding based on their past experiences (or lack thereof). Open dialogue should not be constrained to a single staff meeting however; encourage the conversation to continue. Let your staff know that you want to hear their ideas. Though you may have no control over the growth that needs to take place, you do have a great deal of influence on how well they develop capacity to meet that need.
Set Realistic Expectations
 When talking with a friend about building capacity in his team, he mentioned that he has a few people that can juggle six or seven major things, and he has one person that can only juggle four. No matter how much he wants the four-task-juggler to grow into a five-task-juggler, he realizes that it just isn’t going to happen. And the best thing he can do is recognize it and use it to both his and his staff member’s advantage. In doing so, he needs to set realistic expectations for each individual staff member. Just because you and I find certain tasks easy to juggle doesn’t mean that a another staff member will obtain the skill with ease. If we think back over our experiences, we probably had much more time (and resources) to build capacity in that area. With that in mind, consider how you can adjust expectations, but still arrive at the required destination.
When talking with a friend about building capacity in his team, he mentioned that he has a few people that can juggle six or seven major things, and he has one person that can only juggle four. No matter how much he wants the four-task-juggler to grow into a five-task-juggler, he realizes that it just isn’t going to happen. And the best thing he can do is recognize it and use it to both his and his staff member’s advantage. In doing so, he needs to set realistic expectations for each individual staff member. Just because you and I find certain tasks easy to juggle doesn’t mean that a another staff member will obtain the skill with ease. If we think back over our experiences, we probably had much more time (and resources) to build capacity in that area. With that in mind, consider how you can adjust expectations, but still arrive at the required destination.
The goal in building capacity in your staff is that you all come to work with the same (if not more) joy than what you had previously. If you will take into account these three tips, you’ll avoid many of the pitfalls that can end the joy and introduce despair.

 
                         
                         
                         Take time to reflect on what myths you have bought into and the impact that you can make by changing your mind and believing what is actually true…not necessarily easy but true nonetheless. If I left you with one saying to challenge you, it would be with what Steven W. Anderson (
Take time to reflect on what myths you have bought into and the impact that you can make by changing your mind and believing what is actually true…not necessarily easy but true nonetheless. If I left you with one saying to challenge you, it would be with what Steven W. Anderson ( 
                         
                         
                        
 
                         
                         You might be thinking, why weren’t the teachers using the textbooks? Aren’t they aligned to the state objectives? Why wouldn’t a teacher want to use a “free” resource that is aligned to the objectives? Those are great questions, and there are probably multiple answers. But my theory is that districts slowly began to move away from a heavy dependence on textbooks as the state accountability system began to gain prominence. In order to ensure their students would do well on the state tests, districts began to build their teaching curriculum around the testing standards, especially in the areas in which their students struggled. This led many districts to begin using textbooks as a resource and not the resource. The districts began to purchase additional resources to supplement the textbooks to match their teaching curriculum. This resulted in waste as many textbooks went unused while districts spent their local money to purchase materials to supplement the state-approved textbooks.
You might be thinking, why weren’t the teachers using the textbooks? Aren’t they aligned to the state objectives? Why wouldn’t a teacher want to use a “free” resource that is aligned to the objectives? Those are great questions, and there are probably multiple answers. But my theory is that districts slowly began to move away from a heavy dependence on textbooks as the state accountability system began to gain prominence. In order to ensure their students would do well on the state tests, districts began to build their teaching curriculum around the testing standards, especially in the areas in which their students struggled. This led many districts to begin using textbooks as a resource and not the resource. The districts began to purchase additional resources to supplement the textbooks to match their teaching curriculum. This resulted in waste as many textbooks went unused while districts spent their local money to purchase materials to supplement the state-approved textbooks.

 School districts now live with the uncertainty of not knowing the cost of the next proclamation nor how much funding will be in the IMA. Prior to SB 6, the SBOE would establish a maximum price for any textbook that would be placed on their approved list. As expected, every textbook submitted for SBOE review came under that maximum price. Because the state was doing the purchasing, publishers could afford to offer the books at these prices because they knew they had a chance of selling a large number of books. SB 6 eliminated the maximum price because it was assumed that, with the new flexibility afforded in SB 6, business would decrease for the major publishers, which might mean that they would need to adjust their prices to remain profitable. The result is that the price of textbooks has increased and so has the uncertainty. Districts have no way of knowing how much the next proclamation is going to cost, so they often save whatever they don’t spend on the current proclamation to make sure they have enough for the next one.
School districts now live with the uncertainty of not knowing the cost of the next proclamation nor how much funding will be in the IMA. Prior to SB 6, the SBOE would establish a maximum price for any textbook that would be placed on their approved list. As expected, every textbook submitted for SBOE review came under that maximum price. Because the state was doing the purchasing, publishers could afford to offer the books at these prices because they knew they had a chance of selling a large number of books. SB 6 eliminated the maximum price because it was assumed that, with the new flexibility afforded in SB 6, business would decrease for the major publishers, which might mean that they would need to adjust their prices to remain profitable. The result is that the price of textbooks has increased and so has the uncertainty. Districts have no way of knowing how much the next proclamation is going to cost, so they often save whatever they don’t spend on the current proclamation to make sure they have enough for the next one. Since TCEA’s mission is to help districts implement a digital learning environment, the reduction in funding for technology is a grave concern. We have supported the structure of the IMA because we believe that technology should always be purchased within an instructional context. Because technology should support the instructional goals of a district, it is healthy for district personnel that support both to work together to determine how best to use district resources to meet the district’s strategic goals. This includes the IMA.
Since TCEA’s mission is to help districts implement a digital learning environment, the reduction in funding for technology is a grave concern. We have supported the structure of the IMA because we believe that technology should always be purchased within an instructional context. Because technology should support the instructional goals of a district, it is healthy for district personnel that support both to work together to determine how best to use district resources to meet the district’s strategic goals. This includes the IMA. 
                        